Derek Schlender

It's honestly been extremely positive. And one of the things I love most about the world we live in is we have something called LinkedIn. Is it on the World Wide Web? It is. It is actually the website. But every placement I make, it's part of my process. I ask first for the candidates I place to leave me a review. And thankfully, almost everyone is so willing to do that.

It's honestly been extremely positive. And one of the things I love most about the world we live in is we have something called LinkedIn. Is it on the World Wide Web? It is. It is actually the website. But every placement I make, it's part of my process. I ask first for the candidates I place to leave me a review. And thankfully, almost everyone is so willing to do that.

And the feedback I've consistently had is they just love the ethical experience that they have. And that's interesting to me that that comes to light so frequently because you would think that ethics were something that every recruiter considered to be a high priority, but it's just not.

And the feedback I've consistently had is they just love the ethical experience that they have. And that's interesting to me that that comes to light so frequently because you would think that ethics were something that every recruiter considered to be a high priority, but it's just not.

And I think what it comes down to is a lot of recruiters don't really know what else to do with a resume than to go run to their clients and try to put it in front of them. And so for me, it's a lot different than that. So much of what I do is it's not spaghetti on the wall. It's not resume spitting. spamming.

And I think what it comes down to is a lot of recruiters don't really know what else to do with a resume than to go run to their clients and try to put it in front of them. And so for me, it's a lot different than that. So much of what I do is it's not spaghetti on the wall. It's not resume spitting. spamming.

It's very much a partnership with candidates in the market around, hey, let's work together on developing a wish list of organizations that you want to go to. I'm going to come to the table with recommendations. I expect you to come to the table with dreams and desires. We're going to put that together and come up with a list of target organizations.

It's very much a partnership with candidates in the market around, hey, let's work together on developing a wish list of organizations that you want to go to. I'm going to come to the table with recommendations. I expect you to come to the table with dreams and desires. We're going to put that together and come up with a list of target organizations.

The result is you're going to get in front of the organizations you want to get in front of. And a lot of times it's people who they have all of the qualifications, all of the resume to get them the job, but they don't have the connections. It's the timing. It's the coaching. It's the representation at the offer stage. It's giving voice to, this is what the market's supporting.

The result is you're going to get in front of the organizations you want to get in front of. And a lot of times it's people who they have all of the qualifications, all of the resume to get them the job, but they don't have the connections. It's the timing. It's the coaching. It's the representation at the offer stage. It's giving voice to, this is what the market's supporting.

You need to be paid X amount to right-size you, get you paid what you're worth. Or it's, hey, you're paid very competitively. Let's go get you an opportunity that lets you maximize your incentive compensation and make you a lot more money all in. It's that expertise. And without that, it's open season. They're on their own. They don't have representation.

You need to be paid X amount to right-size you, get you paid what you're worth. Or it's, hey, you're paid very competitively. Let's go get you an opportunity that lets you maximize your incentive compensation and make you a lot more money all in. It's that expertise. And without that, it's open season. They're on their own. They don't have representation.

And so many people I work with have had that experience. They would much rather have a advocate working with them, but somebody who's really a guide, a trusted advisor, someone who's not just going out there and saying, hey, let me go. I'll keep you posted on what I get for you in terms of an opportunity to interview you. But no, let's go target an organization we agree on. You're in charge.

And so many people I work with have had that experience. They would much rather have a advocate working with them, but somebody who's really a guide, a trusted advisor, someone who's not just going out there and saying, hey, let me go. I'll keep you posted on what I get for you in terms of an opportunity to interview you. But no, let's go target an organization we agree on. You're in charge.

I'm going to guide you there and let's get there together. So the feedback I've gotten is that that's really value for a candidate. They appreciate that. They don't get that from everyone. And so I feel really good about the work that I do based on that feedback.

I'm going to guide you there and let's get there together. So the feedback I've gotten is that that's really value for a candidate. They appreciate that. They don't get that from everyone. And so I feel really good about the work that I do based on that feedback.

For sure. For sure. And I'd say too that like, I think most organizations would like to have the unlimited time, unlimited bandwidth to take everything to search and competitively select the slate of candidates and pick the best one. And I mean, that's an ideal world, right? We want that on paper. But in the reality of what we are dealing with is you have a goal to meet by end of quarter one.

For sure. For sure. And I'd say too that like, I think most organizations would like to have the unlimited time, unlimited bandwidth to take everything to search and competitively select the slate of candidates and pick the best one. And I mean, that's an ideal world, right? We want that on paper. But in the reality of what we are dealing with is you have a goal to meet by end of quarter one.

It's the beginning of March. Your top producer just collected his bonus and left for whatever reason. What are you going to do? Can you go to search? Can you go find that slate of candidates? Can you go through that full process? Well, what if someone called you and said, hey, I've got someone who can produce at a level that's equivalent to what your top producer was producing at.

It's the beginning of March. Your top producer just collected his bonus and left for whatever reason. What are you going to do? Can you go to search? Can you go find that slate of candidates? Can you go through that full process? Well, what if someone called you and said, hey, I've got someone who can produce at a level that's equivalent to what your top producer was producing at.